The Power of Feedback: Building Trust & High Performing Teams as an Inclusive Leader
In organizations today, withholding feedback for fear of offending someone or being accused of discrimination is ironically a form of discrimination. None of us can grow and achieve our potential without feedback. We may know our intentions, but we don’t always understand the full extent of our impact. What’s worse is that sometimes we don’t know that we don’t know. Silence is often misinterpreted as approval, but what we truly need is feedback to fill in the gaps in our awareness. Whether you’re giving or receiving it, feedback requires trust.
Building Trust: The Foundation of Effective Feedback
Trust is a critical component of the feedback process. Charles Feltman, in The Thin Book of Trust, defines trust as “choosing to risk making something you value vulnerable to another person’s actions.” This definition highlights the vulnerability inherent in both giving and receiving feedback.
Imagine someone says to you, “I have some feedback for you, are you willing to hear it?” What do you notice in that moment? Pay attention to your body—are you relaxed or braced? What emotions arise—excitement, curiosity, or perhaps fear? What thoughts come to mind—“Great, bring it on!” or “Uh oh, what happened?” For many, the idea of receiving feedback can feel like an attack, something to defend against, leading to feelings of dread and resistance. We might worry about being exposed as lacking knowledge, feeling inadequate, or damaging our ego.
Actionable Tips for Cultivating Trust and Embracing Feedback
Create a Safe Environment: Establish a culture where feedback is seen as a tool for growth rather than criticism. Encourage open communication and ensure that all team members feel valued and respected.
Practice Active Listening: When receiving feedback, focus on truly understanding the other person’s perspective. Resist the urge to immediately defend yourself or dismiss the feedback. Instead, ask clarifying questions and express gratitude for the insights shared.
Be Specific and Constructive: When giving feedback, be specific about the behavior or action you’re addressing. Avoid generalizations and focus on providing constructive suggestions for improvement. This helps the recipient understand exactly what needs to change and how they can make those changes.
Check for Understanding: After providing feedback, ensure that the recipient understands what you’ve shared. Ask them to summarize the key points and discuss any next steps. This can prevent misunderstandings and ensure that both parties are on the same page.
Follow Up: Feedback should not be a one-time event. Follow up with the person to see how they’re progressing and offer additional support if needed. This shows that you’re invested in their growth and reinforces the importance of feedback as an ongoing process.
Leading in Diversity: Feedback as a Tool for Inclusion
Leading in diversity requires a unique set of skills, particularly in building trust across differences. Trust is the foundation for open and honest dialogue, which is essential for fostering an inclusive environment. By using solid guidelines for giving and receiving feedback and ensuring that feedback is provided equitably to all team members, leaders can build strong, high-performing diverse teams.
Feedback is not just a tool for individual growth; it’s a cornerstone of team development and organizational success. By embracing feedback and fostering a culture of trust, you can help your team reach its full potential, driving both personal and collective success.
